Name: Ruchi Ramchandra Kurale Enrolment No.

:23BSPDD01C101

IBS Campus: Dehradun Mobile No.:9082316835 E-mail Id:kuraleruchi975705@gmail.com

SIP PROPOSAL
“Recruitment and Selection process of Interns at
Neophyte Consulting Services.”
I. SIP Proposed: A recruitment and selection is a statement of principles,
outlining how an organization will conduct its recruitment and selection
process. The aim of such a policy is to ensure that a transparent and unbiased
recruitment and selection process is followed; one that results in the
appointment of the best candidate, based solely on merit and best-fit with
your organizational values, philosophy, and goals. Human resource
management is the essential function of organizations. Among the HR
practises recruitment is the basic function where employees are entry into the
organizations. Recruitment is the process of searching prospective
employees to apply for the job posting in the Neophyte Consulting Services.
Selection is the process of choosing an appropriate candidate among the job
applicants. Selection process starts after the completion of the recruitment
process. Recruitment is the positive aspect where as selection is the negative
aspect of HR practises. Many of the researchers say that recruitment and
selection policies should be ethical for the organizations in order to sustain in
the competitive environment. Recruitment is the first step then after selection
and placement comes in the employment process. Employers aim is to
choose an appropriate candidate suitable for that particular job. Recruitment
is the activity done by the HR’s in many organizations.
II. Description of SIP in brief: Recruitment and selection for interns involve
the systematic process of attracting, screening, and selecting suitable
candidates for internship positions within a company. It encompasses various
 stages, from identifying internship opportunities to on-boarding selected
candidates. The process is tailored to meet the specific needs of both the
company and the interns, aiming to provide valuable learning experiences
while fulfilling organizational objectives..
III. Objective of the SIP:
 To study the recruitment methodology at Neophyte Consulting
Services.
 To determine the effectiveness of recruitment in a job.
 Understanding the process of recruitment & selection process in
Neophyte Consulting Services.
 To analyze the selection criteria used to evaluate and select interns.
 To explore the recruitment strategies employed by companies to
attract interns.
 To understand the importance of internship programs in
companies.
 To examine the effectiveness of internship programs in bridging
the gap between academic learning and practical skills.
 To identify challenges and opportunities in the recruitment and
selection of interns.

IV. Methodology: This study utilizes a mixed-method approach,

incorporating both qualitative and quantitative methods to gather
comprehensive data on the recruitment and selection process for interns.
A review of existing literature on internship programs, recruitment
strategies, and selection methods will provide a theoretical framework for
the study. Surveys will be conducted among HR professionals and interns
to gather insights into current practices, challenges, and perceptions
regarding internship recruitment and selection. In-depth interviews will
be conducted with HR managers and internship coordinators to gain a
deeper understanding of their strategies, experiences, and perspectives on
recruiting and selecting interns. Data Analysis: Collected data will be
 analyzed using qualitative analysis techniques such as thematic analysis
for interviews and content analysis for documents and case studies.
Quantitative data from surveys will be analyzed using statistical tools.
Both Primary and Secondary data is used.

V. Schedule: Platform timing operations 10:00 a.m. to 6:30 p.m.

VI. Limitations of the Study: The findings of this study may not be
applicable to all industries or companies due to variations in
organizational structures, cultures, and internship programs. The sample
size for surveys and interviews may be limited, impacting the
representativeness of the results. There may be biases in the data
collected, such as self-reporting bias in surveys or interviewer bias in
interviews. Time constraints may limit the depth of data collection and
analysis, potentially overlooking certain aspects of the recruitment and
selection process. External factors such as economic conditions and
market trends may influence internship recruitment and selection
practices, which may not be fully captured in the study.

Recruitment and selection of interns are vital processes that contribute to the
success of both companies and interns. By understanding the intricacies of these
processes and addressing challenges effectively, companies can optimize their
internship programs to attract and retain top talent. This study aims to provide
valuable insights and recommendations for improving internship recruitment
and selection practices, ultimately enhancing the overall effectiveness of
internship programs.

VII. References:

 Rao P. Human Resource Management (Text and Cases). Mumbai:

Himalaya Publishing House, 2010.

 SINHA. A.K.P (2003), Human Excellence in Organization, 1st Edition,

UBSPD Pvt. Ltd., New Delhi.
 Rao, P. L. (2004), Comprehensive Human Resources Management, 1 st
Edition, Excel Books, New Delhi.
 Rao, V. S. P. (2005), Human Resource Management (text and cases), 2 nd
Edition, published by Excel books, New Delhi.
  https://www.indianjournals.com/ijor.aspx?target=ijor:zijmr&volume=3&i
ssue=2&article=021

Faculty Guide Name: Dr. Rakhi Shukla

Company Guide Name: Ms. Varsha Mittal

Date:04-03-2024 Signature of the student: